Welcome and Ground Rules - North Carolina · Coaching •Documented discussion between manager and...
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NCDPS HR ‐ Introduction to NCVIP for Managers and Supervisors Page 1 May 2015 NCVIP Overview State of North Carolina PREPARED BY THE OFFICE OF STATE HUMAN RESOURCES May 2015 1 Welcome and Ground Rules Introductions Ground Rules 2
Transcript of Welcome and Ground Rules - North Carolina · Coaching •Documented discussion between manager and...
NCDPS HR ‐ Introduction to NCVIP for Managers and Supervisors
Page 1May 2015
NCVIP OverviewState of North Carolina
PREPARED BY THE OFFICE OF STATE HUMAN RESOURCES
May 2015
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Welcome and Ground Rules
Introductions
Ground Rules
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NCDPS HR ‐ Introduction to NCVIP for Managers and Supervisors
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Agenda
• NCVIP Policy & Process
• Stage One: Planning
• Stage Two: Feedback• Addressing Poor Performance
• Stage Three: Evaluation
• Employee or Managerial Transfers or Separations
• Wrap Up and Additional Questions
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Business Need
Standardize: 1) Philosophy2) Policy
3) Process
4) Technology• Automate the PM process• Administer, document, track, and report individual and
organizational performance • Provide direct line of sight for goals• Enhance calibration within agencies and across
enterprise
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Key Points
• Employees and Managers Share Responsibility
• Fiscal Year Cycle – Start 7/1 and End 6/30• Cycle 28 will be an extended cycle 5/1/2015 – 6/30/2016
• Three-Point Rating Scale1. Does Not Meet Expectations
2. Meets Expectations
3. Exceeds Expectations
• CSOD is the technology platform4 Pilot Locations
• Staggered Roll Out for technology
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Key Points – Performance Plan
• Two Components to Performance Plan:– Goals (50% of Overall Weight for Overall Rating)
• 3-5 goals per year with accompanying tasks• SMART Format• Calibrated
– Values (50% of Overall Weight for Overall Rating)• 3 Values determined by State Human Resources Director and they are:
1. Customer Service2. Diversity and Inclusion3. Safety and Health4. Agencies may have up to five (5) additional values as selected from the Values Library
by Agency Leadership
• Cycle 28 Work Plans should have already started on paper.– Includes:
• Goals & Tasks• Values
– You will continue to use paper forms until notified of your scheduled roll out date of the technology tool.
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DPS Values
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Stage One: Planning Initial Implementation
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Managers/Supervisors: • Review goals/tasks for employees• Discuss how process will work for the year• Outline what employees can expect• Answer any questions from employees
Employees:• Review and discuss goals/tasks with manager• Understand the NCVIP process and what is
expected of them
NCVIP Performance Plan
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SMART Goals
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DPS2>PRI>CORRECTIONAL LIEUTENANT>SAFETY & SECURITY
This is an example of Goals, Percentages, and Tasks
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NCVIP Values Example
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Stage Two: Feedback
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Feedback is utilized to:• Reinforce positive behavior(s)• Learn a new behavior(s) or skill(s)• Touch base, check in, update• Record accomplishments toward goals and values• Correct behavior(s)
Feedback should:• Be provided frequently • Can be informal (verbal conversation) or formal
(documented in the system or written down for documentation)
• Provide an avenue for discussion between employees and managers
• Provide information to determine if the Performance Plan needs to be refined or adjusted
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Interim Review
• Conducted near the midpoint of the performance cycle and requires feedback from Manager/Supervisor and Employee
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Addressing Poor Performance
Discussion
•Between manager and employee to identify the root cause of the performance issue
•Identify potential solutions, action items and next steps
•If employee corrects behavior/work toward goal, meets and sustains expectations, no further action is necessary
Documented Coaching
•Documented discussion between manager and employee; use the Documented Coaching Session Form in the NCVIP system. Form is signed by both parties (as well as the indirect manager), acknowledging a conversation and understanding of expectations
•Identify the problem/issue, action steps and associated dates, and progressive disciplinary action if the behavior/work is not corrected
•If employee corrects behavior/work toward goal, meets and sustains expectations, no further action is necessary and the Documented Coaching Form can be deleted at the request of the manager/supervisor
PIP
•Manager/Supervisor must contact his/her HR representative because the PIP functions as the First Written Warning in the progressive disciplinary process
•Documented discussion between manager and employee; use the Performance Improvement Plan in the NCVIP system; Form is signed by both parties (as well as the indirect manager), acknowledging a conversation and understanding of expectations
•PIP identifies the problem/issue, action steps and associated dates, and progressive disciplinary action if the behavior/work is not corrected
•If employee successfully completes and corrects behavior or performance issue during the defined time frame (which will be listed in the PIP), then meets and sustains expectations, the manager/supervisor can petition HR to have the PIP inactivated
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Documented Coaching Session Form – Example
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What’s Wrong?
How to fix it?
Timeframe?
Consequences?
Follow-Up?
Performance Improvement Plan Form – Example
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This is a written warning.
This replaces the letter.
Additional Information Forthcoming
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Addressing Poor Performance (2)
• Some performance issues are so serious, the manager/supervisor can move directly to the PIP or further progressive disciplinary action
• It is not necessary to have a PIP in place prior to beginning the progressive disciplinary process
• PIPs can be initiated for responsibilities in the position description, even if they are not contained in the Performance Plan
• At the end of the PM cycle, if employee does not satisfy the terms of the PIP or has another active performance based disciplinary action, the employee will not meet expectations for associated goal/value
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Annual Performance Evaluation
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Three‐Point Scale:3. Exceeds Expectations2. Meets Expectations1. Does Not Meet Expectations
• Most Employees Perform at the “Meets Expectations” level, which is where goals/values are written.
• To receive an “Exceeds Expectations” rating, an employee must repeatedly make exceptional or unique contributions to the organization that are above the requirements of his/her duties and responsibilities.
• If an employee receives a “Does Not Meet Expectations” rating on any goal or value, that employee cannot receive an overall “Exceeds Expectations” rating.
• Overall ratings will be calibrated• Must have a Performance Plan in place for at least 6 months to
receive an overall performance rating.• There is an option to issue insufficient time/LOA for employees
that have not worked 6 months or are absent from work
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Annual Performance Evaluation – Example
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Annual Performance Evaluation – Example (2)
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Annual Performance Evaluation System Calculation
Overall Ratings between:
Will Receive an OverallAnnual Performance Evaluation Rating of:
1.0 – 1.6 Does Not Meet Expectations
1.7 – 2.6 Meets Expectations
2.7 – 3.0 Exceeds Expectations
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Transfer of Employees
When an employee moves from one job to another job within the same agency or from one agency to another agency and a Performance Plan is in place:• If within 30 calendar days of the end of the Interim Review or
Annual Performance Evaluation:• Existing Manager/Supervisor shall complete, discuss with employee and
sign the Interim Review or Annual Performance Evaluation• If within 30 calendar days of the end of the Interim Review the
Manager/Supervisor will also provide written documentation (this can be done in the NCVIP system) on employee’s progress/achievement regarding goals and values
• If more than 30 calendar days prior to the Interim Review or Annual Performance Evaluation the existing Manager/Supervisor must provide written progress/achievement regarding goals and values
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Change in Manager/Supervisor
• Prior to departure, the manager/supervisor must:– Provide written documentation in the electronic
system of record regarding employee’s progress/achievement of goals and values
– If within 30 or fewer days of the Interim Review or Annual Performance Evaluation, the manager/supervisor must complete the Interim Review or Annual Performance Evaluation.
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Remember….
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EVENT
PROCESS
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More Information
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More Information
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Contact Information
NCVIP Website:http://www.oshr.nc.gov/Guide/PerformanceMgmt/index.htm
NCVIP Training:Log into BEACON and select the “Learning” tab to access the NC Learning Center. Training will be assigned.
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